Our Gender Pay Gap is getting smaller
We are pleased to report that the mean gender pay gap at the firm has reduced by 5.4% from 33% (2022 report) to 27.6%, and our median pay gap has reduced by 3.5% from 46.5% to 43%. Our median bonus pay gap increased slightly from 0% to 2.4% while our mean bonus gap has increased to 21.4% % from 13.9% (2022 report). The majority of our bonus pay consists of our annual profit share where all our employees receive an equal profit share. However, our figures are also influenced by other bonus pay, such as participation in our recruitment and client referral scheme and our long-service awards.
The number of women on our Board remains high at over 50% – this is well above the average female representation on the Boards of FTSE 100 companies which, although improving, is at an average of 42.6% according to data published in the latest report by the government-backed FTSE Women Leaders Review. Our lawyers are just as likely to be women as men, but the people in our administrative roles are among our lower paid roles. While we are pleased that our gender pay gap is falling, this is the factor that continues to have the biggest impact on our overall pay gap figures.
Our data shows that we are paying men and women equally for doing similar jobs across all levels.
